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<br />B. WORK SESSION: <br /> Police Auditor Recruitment Process <br /> <br />Alana Holmes, Human Resources, introduced Becky Hopkins, also of Human Resources, who would be <br />assisting with the recruitment and selection process. She reviewed the proposed timeline and draft process <br />for recruitment of a police auditor as contained in the agenda packet. She also provided a copy of the <br />brochure from the previous recruitment and the job description. She was available to answer questions <br />about the possibility of using a national recruitment firm. <br /> <br />Ms. Piercy pointed out that the draft proposed using the council officers as an ad hoc committee to oversee <br />the recruitment process, but not make decisions on behalf of the council. <br /> <br />Ms. Ortiz questioned the need for a national recruitment firm as she felt the City had staff competent to <br />conduct a search. Based on the last two recruitment processes, she was not certain an outside firm would <br />bring value to the process. <br /> <br />Ms. Bettman said she would support using a professional recruiter to identify potential candidates with the <br />necessary qualifications. She felt the process used to hire the first police auditor worked well and much of <br />the work had already been done. She was concerned with losing momentum if too much time was spent on <br />certain phases of the timeline, such as the initial screening for minimum qualifications. <br /> <br />Mr. Clark said there was little difference between the brochures produced for the police auditor and city <br />manager recruitments. He said that Ms. Holmes had been very helpful during the city manager recruitment <br />and he was pleased with the outcome; he felt that the consultant used during that recruitment at times <br />hindered the process. He preferred to allow staff to manage the process. <br /> <br />Mr. Ruiz remarked that a consultant was out in the marketplace recruiting for certain types of positions and <br />would be familiar with potential candidates. He said a consultant could also be helpful in identifying <br />outreach strategies specific to positions related to public safety. <br /> <br />Mr. Clark said he was not certain he supported having the council officers act as liaisons between the <br />council and the recruitment process, but was willing to listen to reasons in favor of that strategy. <br /> <br />Mr. Pryor said the ad hoc committee for the city manager recruitment process included the officers and two <br />additional councilors and that was also an option for this process. He agreed with Mr. Ruiz that a recruiter <br />might be able to provide more access to potential candidates. <br /> <br />Ms. Solomon asked if a recruiter had been used in the last police auditor recruitment. Ms. Holmes said one <br />was not used, which was why she did not address that in the proposed timeline. She said that other police <br />auditors did assist with certain parts of the process on a pro bono basis. <br /> <br />Ms. Solomon said she appreciated the assistance of a recruiter during the city manager recruitment and <br />would support using one for the police auditor hiring process. <br /> <br />Mr. Zelenka said he was also in favor of hiring a recruiter because of the experience and national connec- <br />tions one would bring to the process. He felt that any recruiter being considered should be asked how many <br /> <br /> <br />MINUTES—Eugene City Council August 11, 2008 Page 4 <br /> Work Session <br /> <br />